Human Resource Management: Targeted and Selective Approaches

Subject: Employee Management
Pages: 2
Words: 407
Reading time:
2 min

In terms of human resources management and employment, upward mobility means that a person can climb the career ladder. A company that chooses a targeted recruitment strategy can also promote the development of its employees, which is also useful for effective employee retention. For example, it is possible to look at what motivates a person in the target population and what exactly can be used to improve his or her work in the future. According to the report by the Society for Human Resource Management (SHRM), modern companies are more likely to rely on big data and Web 2.0 recruitment methods and search the candidate-driven markets compared to employer-focused platforms. LinkedIn is the most popular website that offers such an opportunity, which allows for choosing the best talents.

The targeting of select employees is not yet clearly identified by the legal framework, while companies are encouraged to be committed to workplace diversity. This implies that companies would have to introduce improved cultural diversity programs. If a recruitment strategy meets the requirements of the discrimination law, which can vary from state to state, it can be considered legal. More to the point, since targeted hiring focuses on minorities, older adults, people with disabilities, and other specific categories, which is under the politics of diversity, it can also be regarded as legal. As for ethics, companies following targeting provide valuable job opportunities for people who often face challenges with it. The principles of justice and beneficence are integrated into such strategies.

HR professionals making staffing decisions should be aware of how and why their use targeting strategies and how it impacts the candidates. As active members of society, they have an ethical responsibility to contribute to diversity recognition and promotion. The potential of candidates can be measured by the ability to practice communication skills. Another way is to challenge them in the areas that are not their core competencies, which would show their critical thinking and creativity.

To ensure that a company is not discriminative to candidates, it is important to focus on inclusivity and diversity. For example, one of the experienced employees can be invited to communicate with potential personnel members. In addition, the company’s long-term goals should be clarified so that she or he would understand whether the job fits or not. The environment of continuous learning is another promising point to prevent discrimination.